the procedures for union representatives to be elected. Chapter V, sections 62 to 70, sets out the rights of trade union members to a ballot before any strikes, access to courts, disciplinary procedures, subscriptions and leaving the union. Chapters VI to VIIA, sections 71 to 108C, involve rules restricting the donation of union funds for political purposes and the payment of contributions to a union. Chapter IX, sections 117 to 121, is a number of miscellaneous provisions and definitions. Part II consists of a single section 122, which defines the term "employer association". Part III, Union activity rights Sections 137 to 177 detail the rights that a person has when participating in union activities. It bans agreements or terms in employment contracts which require, prohibit, or discriminate on the basis of union membership (i.e. requiring open shops). Part IV, Industrial relations Chapter I, sections 178 to 187, involves the ground rules for collective bargaining. Section 179 provides that a collective agreement is deemed to be not legally enforceable unless it is in writing and contains an explicit provision asserting that it should be legally enforceable. This reflects the tradition in British industrial relations policy of legal abstentionism from workplace disputes. Section 186 states that a trade union recognition requirement in a contract for the supply of goods or services is void. This clause was added to the bill in the House of Lords in response to local authority practices, specifically in East Kilbride District Council, obliging their contractors to recognise and negotiate with trade unions. Section Chapter II, sections 188 to 196 sets out the procedures that an employer must follow if there are known to be a possibility of many redundancies in the workplace. The duty of an employer is to inform and consult with the union (or if there is no union, elected representatives of the employees) with a view to minimising potential redundancies and ameliorating the effects on the workforce. The duty to consult arises at a minimum of 90 days before the redundancies are contemplated, if there would be over 100 employees dismissed. If the number is under 100, but over 20, then the employer must begin consultations 30 days before. There is no duty for collective consultation if the number of redundancies would be under 20 people, though an employer will still be bound by provisions in the employees' individual contracts, and the duty to